&

Breaking The Status Quo

Seeking financial transparency of how supplemental benefits are performing?

Needing additional resources to invest in your employee benefits programs?

Laser focused on reducing costs and increasing protection for your employees?

We thought so, which is why we established BeneRe.

%

Average Employee Cost Decrease

Average Annual Member Distribution

%

Employees Receiving Benefit Improvements

These supplemental benefits deliver far greater financial protection than dental & vision insurance...

Accident Insurance

  • Provides lump-sum payment directly to the employee for injuries resulting from a covered accident.
  • Covers items such as: broken bones, concussions, ambulance, stitches, burns, and more.
  • Helps employees pay for their out-of-pocket expenses likes deductibles and copays.

Critical Illness

  • Provides lump-sum payment directly to the employee upon diagnosis of a covered illness.
  • Covers items such as: heart attack, stroke, cancer, Alzheimer's, loss of sight, and more.
  • Helps provide employees financial security and extra money to pay for items such as: mortgage, lawn care, childcare, and more.

Hospital Indemnity

  • Provides cash benefits directly to the employee upon admittance into the hospital for a covered stay.
  • Covers hospital stays for labor and delivery, surgery, accidents, and more.
  • Helps employees meet the unforeseen costs associated with a hospital stay.

...but supplemental benefits have rewarded the insurance industry more than employees for far too long.

The evidence is everywhere.

This. Really. Happens.

The traditional model is complicated by compensation

For employers who are laser-focused on fiduciary stewardship, sometimes they don’t get the full picture:

1) Pay to Play Platforms

Some platforms crowd out competition and create profits for large brokers (like supermarket “slotting fees”)

2) Incentive Misalignment

Incentive compensation plans that only pay 1st year misalign commissions with the extended period of service delivery.

3) Heaped Compensation

This leads brokers to opt for “heaped” vs. level compensation, which can run as high as 75% for certain products.

4) Low Claims Ratios

Heaped compensation in year 1 also forces insurance companies to seek low loss ratios for future years to earn their target ROI.

5) Contingent Income

Further exacerbating the problem, many brokers also accept additional contingent bonuses based upon program profitability.

6) Suppress Transparency

All of this leads to reluctance by the insurance industry to transparently report claims and compensation due to poor optics.

7) Consulting Bank

Excessive Comp in year 1 creates a “bank” for services controlled by the broker; eventually bank balances run low…

8) Enrollment Flywheel

So face-to-face enrollment firms, often owned by the broker, are engaged to periodically re-enroll your employees with new carriers.

9) Carrier Hopping

…and then brokers recommend changing carriers every three years to chase heaped compensation once again – it’s a vicious cycle.

Compensation Erodes Employee Value.

BeneRe’s model disrupts the status quo.

Driving Change

In the traditional model, commissions are high and the lower the claims, the higher the profits for the insurance industry.

BeneRe’s model fundamentally changes the way the game is played. Commissions come down, transparency goes up and the lower the claims, the higher the dividend for reinvestment for employees.

Typically employees receive a 10% cost reduction, strong enhancements to plan designs and employers receive dividends for benefits reinvestment. Employees are the biggest winners in the BeneRe model.

*  Represents the average 10% Cost reduction for employees
**Pre-Tax; Insurance Company Tax Rate was 21% for the period ended 12/31/19

Putting Distributions to Work

All distributions earned by participating employers must be reinvested in ERISA covered plans which are included in the company’s Summary Plan Description (SPD). This affords the human resources staff wide latitude in determining how to spend the money. Employers can use the funds for wellness programs, benefits administration expenses, enrollment communications or a multitude of other important initiatives. In essence, employers must abide by the same ERISA rules that already apply.

We believe that value and transparency are what everyone deserves. 

Benefits of Participating Members include:

Three important things to keep in mind:

1. Employees win first via better plans at better prices or we don’t proceed.

2. Employers get quarterly reports that allow them to track BeneRe’s performance.

3. All underwriting gains go back to the employer’s plans for reinvestment in programs.

“We had been frustrated by a total lack of transparency. Not anymore.”
– Fortune 200 CHRO

“What am I missing here… why wouldn’t everyone do this?”
– Fortune 500 CFO

“Our employees received much better plans at much better prices.”
– Large Healthcare Head of Benefits

Get In Touch

Cheryl Mueller,
President and Managing Principal

Cheryl Mueller, President and Managing Principal, is focused on growth and connecting clients to powerful resources. She is committed to strategically ensuring our clients are supported with unmatched guidance and care for the journey towards prosperity and satisfaction. Involved in health care since 2001, and utilizing knowledge from various roles, Cheryl provides insight to the overall planning involved in delivering a well-designed benefits package. She frequently speaks on topics that promote employer/employee engagement to drive health care decisions. Cheryl has dedicated the last 15 years to continual study of the evolving health care landscape. Her work in different markets has created valuable insight for clients and positions HORAN for tremendous growth.

  • This field is for validation purposes and should be left unchanged.